By Karetta Hubbard, Lynne Revo-Cohen, Gwen Crider, and Dr. Chris Kilmartin
Many readers responded to the GREEN Light, YELLOW Light, RED Light guidelines (see the story) to identify the differences between appropriate and inappropriate behavior. All asked for more examples.
We are familiar with the colors that everyone identifies with; Green Light – Go; Yellow Light – Caution; Red Light – Stop.
The following scenarios describe potential harassment situations that might occur in the workplace. Using the traffic light analogy, consider these scenarios and the questions that follow asking for your thoughts in response. Tell us how you scored these vignettes, and we will publish them. The correct answers are posted below.
Before you read each scenario, please consider:
- Is there inappropriate behavior?
If so, is the behavior(s) RED, YELLOW or GREEN Light?
- Most importantly, consider what would you do in this situation?
Case Scenario 1
While at work, Nina frequently makes personal phone calls to her friends. Her conversations are loud and generously sprinkled with foul and obscene language. Her co-workers in nearby cubicles cannot help but overhear her conversations.
What is the inappropriate behavior, if any? Is it green, yellow or red light?
Yellow Light Foul obscene language is Inappropriate; however, the behavior can move into red light if the language becomes sexual in nature.
Case Scenario 2
Mihai persists in asking his co-worker Maria out to dinner, even though she turns him down each and every time he requests a date. She has told him several times to stop asking.
What is the appropriate/inappropriate behavior, if any? Is it green, yellow or red light?
Red Light because she said no, and he didn’t stop asking her to dinner.
Case Scenario 3
Alexander frequently tells sexual jokes during team meetings. Lilia is offended. She doesn’t think Alexander’s jokes are so funny.
What is the appropriate/inappropriate behavior, if any? Is it green, yellow or red light?
Yellow Light It is inappropriate to tell sex jokes during team meetings; if infrequent may not rise to level of hostile environment unless really offensives such as “rape” jokes.
Case Scenario 4
Suzanna and Haik are co-workers who enjoy a great working relationship and just recently have started dating. They can’t seem to get enough of each other. They take breaks and lunch together and are often seen flirting in the break room. They are clearly infatuated with each other.
Is the appropriate/inappropriate behavior green, yellow or red light?
Yellow Light The bystanders are harassed as well. It is always inappropriate to be flirting at work. Plus, it is unprofessional at the least, and distracting at most.
Case Scenario 5
Timur and Olga, travel together on a week-long business trip. In the taxi ride from the airport to the hotel, Timur snuggles up to Olga and tries to hold her hand. Olga strongly objects, and Timur backs off.
What is the appropriate/inappropriate behavior, if any? Is it green, yellow or red light?
Red Light, as Timur has created a serious hostile work environment: unwanted touching.
Case Scenario 6
Anton is Director and has hired Rosa, just out of graduate school, as his assistant. After a few months on the job, Anton caresses her back and suggests to Rosa that if she shows him some “real appreciation” he might be inclined to promote her. Rosa refuses and is fired two months later for no good reason.
What is the appropriate/inappropriate behavior, if any? Is it green, yellow or red light?
Red Light, as Anton makes an implicit Quid Pro Quo offer. The offer does not have to be explicit, just implied.
Case Scenario 7
Andrei: Well let’s see, next order of business for the meeting here today is the new hire, Rita. She is hot. I just hired her a couple days ago. Have you guys checked this out yet?
Mark: Yeah, good job Andrei.She has the longest legs I’ve ever seen.
Elena: In reviewing Rita’s application, and as an assistant, I see that I hired her for her computer skills, and her typing speed, and not her appearance or body measurements.
Andrei: Elena we realize that. All we’re saying is she’s a qualified individual but she just happens to look very nice and we’re commenting on that.
Mark: I don’t see any harm in that and I, for one, look forward to seeing her on a daily basis.
Elena: Why are you guys talking about her as if she is a piece of furniture or a decoration? What on earth do her looks have to do with how she does her work for this company?
Andrei and Mark: Well, we’re just a bunch of guys, I mean it’s normal guy stuff. Men talk about these things, as do women sometimes.
What is the appropriate/inappropriate behavior, if any? Is it green, yellow or red light?
Strongly yellow, because Mark and Andrei are creating a hostile environment against Elena. Note: Andre and Mark are depersonalizing Rita, i.e, would you make the same compliment for a man? These comments are unprofessional and inappropriate in the workplace, and create a hostile work environment for Elena.
Key Points to Remember
- Any conduct or behavior that has a sexual innuendo or suggestion is considered YELLOW Light; and if unwelcome, can easily lead to RED Light If the behavior becomes pervasive and persistent.
- YELLOW Light is not strictly prohibited; but, it reflects poor judgment! It is often inappropriate behavior in the work place.
- When someone is engaging in YELLOW Light behavior, and you find it offensive, embarrassing or uncomfortable, you can help everyone by asking the person to refrain from such behavior, if you feel safe in doing so.
- When someone asks that you refrain from YELLOW Light behavior in their presence, it is important that you respond to that request respectfully and promptly, and that you honor that request.
- RED Light behavior is quite serious. And, should come to the attention of management. If you don’t feel safe reporting the behavior, you can ask a colleague who can be an Ally, to report RED Light behavior to someone in management, and management will address the behavior.
- When a supervisor becomes aware of a YELLOW Light situation, the supervisor will inquire into the circumstances to determine whether any further action is appropriate. The supervisor should also consult with senior management about the incident. Document the incident, and your actions to try and remedy the situation.
- When a supervisor observes or hears about RED Light behavior, the supervisor must take immediate action to stop the behavior, and immediately notify senior management about the incident. After the matter has been investigated, serious disciplinary action will normally be appropriate. Management must also take all reasonable steps to remedy the situation and prevent its reoccurrence.
- We don’t want YELLOW Light to occur; If enough YELLOW add up, they could add up to RED.
- Aspirational goals: Not just compliance; we want a workplace that is fully respectful.
Since 1984 the founders of NewPoint Strategies, Karetta Hubbard and Lynne Revo-Cohen, have built a strong reputation for delivering extremely effective prevention training in high-risk issues such as sexual harassment/assault. Contributing Author and Lead Consultant, Chris Kilmartin, Ph.D, Emeritus Professor of Psychology from the University of Mary Washington, is an expert in Sexual Harassment and Assault Prevention, specifically Male Violence Against Women. Gwen Crider is a Diversity Expert. For more information, go to the website for NewPoint Strategies.
